A STUDY ON PAY ROLL SOFTWARES USED IN TALENT PRO INDIA HR.PVT.

LTD AND HR ROLL IN

PAYROLL.
A PROJECT REPORT SUBMITTED TO ST PETERS UNIVERSITY IN PARTIAL FULFILMENT OF THE R
EQUIREMENT FOR THE AWARD OF THE DEGREE MBA. By C.PRAGADEESHWARAN (REG.N0.SP08BAP
054) UNDER THE GUIDANCE OF Dr. R. GAYATRI ,MCS.,M.COM.,M.B.A.,M.PHIL.,PGDCA Ph.D
. Of
St. PETERS UNIVERSITY, AVADI, CHENNAI - 600054.
A PROJECT REPORT
Submitted to the DEPARTMENT OF MANAGEMENT STUDIES April 2010
1

BONAFIDE CERTIFICATE
This to certified that the project report titled A STUDY ON PAY ROLL SOFTWARES USE
D IN TALENTPRO INDIA HR PVT.LTD.AND HR ROLL IN PAYROLL, CHENNAI is the bonafide w
ork of Mr. PRAGADEESHWARAN C (SP08BAP054) who carried out the research under my
supervision. Certified further, that to the best of my knowledge the work report
ed herein does not from part of any other project report or dissertation on the
basis of which a degree or award was conferred on an earlier occasion on this or
any other candidate.
HEAD OF THE DEPARTMENT
INTERNAL GUIDE
INTERNAL EXAMINER
EXTERNAL EXAMINER
2

ACKNOWLEDGEMENT
I express my deepest sense of gratitude the GOD almighty for the abundant blessi
ng without which the study would have never been light of the day. I here by ack
nowledge my sincere gratitude to the St. Peters University and Dr.Shanmugam, Regi
strar, St. Peters University and the Management for giving me an opportunity to u
ndergo MBA Degree Course and to undertake this project work successfully. I wish
to express my deep sense of thanks to our Dr.S.Ramani, Advisor Department of Ma
nagement studies, St. Peters University. I wish to express my deep sense of thank
s to our HOD Dr.T.L.V.Subramanian, Department of Management studies, St. Peters U
niversity.
I owe my reverential gratitude to my faculty guide Dr. Gayatri, for her valuable
guidance and suggestions rendered at each stage of the project. Last, but not L
east, I would like to acknowledge the wholehearted support of my parents, facult
ies, employees and friends who helped me at various stages in completing this wo
rk successfully.
3

DECLARATION
I am C.PRAGADEESHWARAN, student of ST. PETERS UNIVERSITY, AVADI, CHENNAI, A STUDY
ON PAY ROLL SOFTWARES USED IN
TALENTPRO INDIA HR PVT.LTD.AND HR ROLL IN PAYROLL hereby declare
that project titled is submitted by me for partial fulfilment of award of MASTER
OF BUSINESS ADMINISTRATION. This report was prepared on my own efforts and it h
as not been produced earlier towards the award of any other degree
Place : Date : (C.PRAGADEESHWARAN)
CHAPTER
CONTENTS
4
PAGE NO.

I. 1.1 1.2 1.3 1.4 1.5 1.6 1.7 1.8 II. 2.1 III.
Introduction Introduction Need of the study Objectives Limitations of the study
Research Methodology Research Design Sampling Design Data Collection Tools Used
Review of literature Review of literature Company profile 20 29 12 14 14 15 16 1
7 17 18
IV.
Analysis and Interpretations
40
V.
FindingAnd Suggestions
60
VI.
Conclusion Appendix Bibliography Interview Question
65 66 67
5

LIST OF TABLES
Table No Particulars
Page No.
MEASURING THE SATISFACTION LEVEL OF EXISTING SOFTWARE SYSTEM. 4.1 Reasons for sa
tisfaction/dissatisfaction level towards the Measurement of Software usage. 4.2
Reasons for satisfaction/dissatisfaction level towards, whether the software use
r friendly. 4.3 Reasons for satisfaction/dissatisfaction level towards the Measu
rement of complaints regarding loading of pay sheet in software. 4.4 Reasons for
satisfaction/dissatisfaction level towards the Measurement of clients requireme
nts by the organization. 4.5 Reasons for satisfaction/dissatisfaction level towa
rds the usage of new software for payroll process. 4.6 Reasons for satisfaction/
dissatisfaction level towards the Measurement of delivery of payroll report to c
lients. 4.7 Reasons for satisfaction/dissatisfaction level towards the Measureme
nt of complaints rectification. 4.8 Reasons for satisfaction/dissatisfaction lev
el towards the usage period of software. 4.9 Reasons for satisfaction/dissatisfa
ction level towards the Measurement of teams coordination with software technolo
gy team. 4.10 Reasons for satisfaction/dissatisfaction level towards the Measure
ment of clients input. 4.11 Reasons for satisfaction/dissatisfaction level towar
ds the Measurement of training given to employees. 51 50 49 48 47 46 45 44 43 42
41
WAYS AND MEANS TO IMPROVE THE EXISTING SOFTWARE SYSTEM: 4.12 The way in which th
e organization and clients discuss for re-engineering the software for future gr
owth.
6
52

4.13
The way in which the organisation maintains records as per government norms. 53
54
4.14 4.15
The maintains of client details confidentially. The way in which the employees in
terface with HR department for payroll process of clients.
55
LIST OF CHARTS Table No Particulars Page No.
MEASURING THE SATISFACTION LEVEL OF EXISTING SOFTWARE SYSTEM. 4.1.1 Reasons for
satisfaction/dissatisfaction level towards the Measurement 41
7

of Software usage. 4.2.2 Reasons for satisfaction/dissatisfaction level towards,

whether the software user friendly. 4.3.3 Reasons for satisfaction/dissatisfact
ion level towards the Measurement of complaints regarding loading of pay sheet i
n software. 4.4.4 Reasons for satisfaction/dissatisfaction level towards the Mea
surement of clients requirements by the organization. 4.5.5 Reasons for satisfac
tion/dissatisfaction level towards the usage of new software for payroll process
. 4.6.6 Reasons for satisfaction/dissatisfaction level towards the Measurement o
f delivery of payroll report to clients. 4.7.7 Reasons for satisfaction/dissatis
faction level towards the Measurement of complaints rectification. 4.8.8 Reasons
for satisfaction/dissatisfaction level towards the usage period of software. 4.
9.9 Reasons for satisfaction/dissatisfaction level towards the Measurement of te
ams coordination with software technology team. 4.10.10 Reasons for satisfaction
/dissatisfaction level towards the Measurement of clients input. 4.11.11 Reasons
for satisfaction/dissatisfaction level towards the Measurement of training give
n to employees. 51 50 49 48 47 46 45 44 43 42
WAYS AND MEANS TO IMPROVE THE EXISTING SOFTWARE SYSTEM: 4.12.12 The way in which
the organization and clients discuss for re-engineering the software for future
growth. 4.13.13 The way in which the organisation maintains records as per gove
rnment norms. 4.14.14 The maintains of client details confidentially. 4.15.15 Th
e way in which the employees interface with HR department for payroll process of
clients. 55
52
53 54
8

ABSTRACT
This project work has been conducted in TALENTPRO INDIA HR PVT.LTD., CHENNAI. It
is the one of the leading HR Consultancy managed by BRILEY groups.
A STUDY ON PAY ROLL SOFTWARES USED IN TALENTPRO INDIA HR PVT.LTD.AND HR ROLL IN PA
YROLL, is the study conducted at TALENTPRO INDIA HR PVT.LTD., CHENNAI. The main o
bjective is to know the payroll softwares used in the organization and the roll o
f HR in payroll.The secondary objectives of this study are , To understand the H
R roll in Payroll,To review the effectiveness of the Payroll process of TalentPr
o, To find about the softwares used in Payroll process and satisfactory level of
9

employees using this softwares ,To analysis whether these softwares are user frien
dly,To suggest the Latest Softwares in achieving organizational objective. This s
tudy has been compiled with the help of primary data and secondary data. Primary
data were collected from 50 respondents with the help of structured interview a
nd Observation method. Since the study was the Population Study, the data were c
ollected from all the employees in the payroll department. The Secondary sources
of data were collected through company profile, organization Website and other
related library books.
The collected data were analyzed with the help of Simple Percentage analysis,chi
square and one sample run test. It was found that there is no regular training p
rogram conducted and majority of the employees were satisfied with the existing
software used. To conclude the existing software used was very good.
CHAPTER I INTRODUCTION
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CHAPTER 1
INTRODUCTION
Effective software systems contain two basic systems operating in conjunction: a
n evaluation system and a feedback system. The main aim of the evaluation system
is to (if any). This gap is the shortfall that occurs when performance does not
meet the standard set by the organization as acceptable.The main aim of the fee
dback system is to inform the employee about the quality of the software provide
d by the organisation. (However, the information flow is not exclusively one way
. The Technology team also receives feedback from the employee about software pr
oblems, etc.)One of the best ways to appreciate the purposes of performance appr
aisal is to look at it from the different viewpoints of the main stakeholders: t
he employee and the organization. Employee Viewpoint From the employee viewpoint
, the purpose of software used to calculate payroll process in four-fold:
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(1) Tell me what you want me to do (2) Tell me how well I have done it with soft
ware used in the organisation (3) Help me improve my software skills (4) Reward
me for doing well. Organizational Viewpoint From the organization s viewpoint, o
ne of the most important reasons for having a software is to establish and uphol
d the principle of accountability. For decades it has been known to researchers
that one of the chief causes of organizational failure is "non-alignment of resp
onsibility and accountability." Non-alignment occurs where employees are given r
esponsibilities and duties, but are not held accountable for the way in which th
ose responsibilities and duties are performed. What typically happens is that se
veral individuals or work units appear to have overlapping roles.
The overlap allows - indeed actively encourages - each individual or business un
it to "pass the buck" to the others. Ultimately, in the severely non-aligned sys
tem, no one is accountable for anything. In this event, the principle of account
ability breaks down completely. Organizational failure is the only possible outc
ome In cases where the non-alignment is not so severe, the organization may cont
inue to function, albeit inefficiently. Like a poorly made or badly tuned engine
, the non-aligned organization may run, but it will be sluggish, costly and unre
liable. One of the principal aims of performance appraisal is to make people acc
ountable. The objective is to align responsibility and accountability at every o
rganizational level.
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NEED FOR THE STUDY: The following are the needs to do the research at TALENTPRO
INDIA HR PVT.LTD.
1.
he
t.
To
re

There is no such research work was carried before. 2. The management was in t
position to know whether the existing software system used is effective or no
3. To measure the satisfaction level of the employees using the software. 4.
get suggestions from the employees for further improvement in existing softwa
system. 5. To contribute to the growth of the organization.

OBJECTIVES
13

PRIMARY
To know the roll of HR in payroll and the payroll softwares used in the o
rganization.
SECONDARY To understand the HR roll in Payroll.
To review the effectiveness of t
he Payroll process of TalentPro. To find about the softwares used in Payroll proc
ess and satisfactory level of employees using this softwares .
To analysis whethe
r these softwares are user friendly. To suggest the Latest Softwares in achieving
organizational objective.
LIMITATIONS OF THIS STUDY
1. The respondent attitude did not allow me to get their true feelings. 2. Most
of the respondent feared to give their name. 3. Most of the employees were busy
with their tight work and they dont want to be disturbed. 4. Employees are very l
imited and duration is limited.
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RESEARCH METHODOLOGY
RESEARCH DESIGN:
A research design is the arrangement of conditions for collection and analysis o
f data in a manner that aims to combine relevance to the research purpose with e
conomy in procedure.
EXPLORATORY RESEARCH: Exploratory research focuses on collecting data using an u
nstructured format or informal procedures to capture data and to interpret them.
It is often used to classify the problems or opportunities and it is not intend
ed to provide conclusive information from which a particular course of action ca
n be determined. SAMPLING DESIGN: A sample design is a definite plan for obtaini
ng a sample from a given population POPULATION:
15

The employees of TALENTPRO will constitute the entire population. Here the entir
e population is considered for my study because the population is limited.
3.3 DATA COLLECTION:
Data is recorded measure of phenomena. While deciding about the method of data c
ollection, the researcher should keep in the mind about two types of data. They
are, Primary Data and Secondary Data
Primary data Primary data represent the first hand raw data that have been speci
fically collected for the current research problem. Primary data are raw, unproc
essed and yet to receive any type of meaningful interpretation. Sources of prima
ry data tend to be the output of conducting some type of exploratory, descriptiv
e or casual research. DATA COLLECTION: OBSERVATION, INTERVIEW Directness of the
observation Based on the directness of observation, it can be grouped as direct
or indirect. Direct observation happens when the observer is physically present
and monitors while the event is taking place. This is highly flexible as the obs
erver can decide what to observe, how much time to spent on observation of an as
pect, when to shift focus etc. The observer may feel bored or frustrated by cons
tantly being on the watch and may tend to loose focus. This might reduce the acc
uracy and completeness of the observation. Another weakness is that the observer
may be overloaded when the events takes place quickly which cannot be kept trac
k of or recorded.
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Secondary data The secondary data is the historical data previously collected an
d assembled for some other research problem. Secondary data can be usually gathe
red at faster and economical manner than the primary data. However the data may
not fit in the researchers information need. The secondary data can be obtained
form the libraries, website, published as well as unpublished documents etc., Sa
mpling methodology and procedure Non-probability sampling the research finding c
annot be generalized and the sampling error cannot be assessed. The findings are
limited to the sample, which provided the original raw data. However non-probab
ility sampling may be the only choice in case where the population cannot be asc
ertained.
SAMPLING TECHNIQUE: PURPOSIVE SAMPLING A purposive sample is a non-representativ
e subset of some larger population, and is constructed to serve a very specific
need or purpose. A researcher may have a specific group in mind, such as high le
vel business executives. It may not be possible to specify the population -- the
y would not all be known, and access will be difficult. The researcher will atte
mpt to zero in on the target group, interviewing whomever is available Sample si
ze The sample size for the given project is 50. Period of study The study period
taken for this project is 4 month. Tools Used Simple average Chi square test On
e sample run test
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CHAPTER II
Review of Literature
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MAJOR DUTIES OF HR:

Ensures timely and accurate preparation of all Institution payroll operations an
d works closely with the Human Resources Office to ensure that payroll actions a
re in conformance with employment and benefits practices and accounting procedur
es.

Oversees preparation of all federal and state payroll tax reports, including qua
rterly and year-end returns; determines taxability of non-wage payments and serv
es as inhouse contact for technical tax compliance issues, including tax liabili
ties of foreign nationals.

Interprets Institution employment policies and government regulations in connect

ion with payroll activities and makes recommendations on modifications to senior
management as appropriate.

Handles federal and state agency audits and maintains close contact with ITI and
other regulatory agencies to ensure that the Institution has accurate informati
on and is in compliance.

Maintains all payroll records, reports, computations and audits, including perio
dic internal audit tests of labor utilization; works closely with internal and e
xternal auditors to ensure compliance with relevant tax laws and government regu
lations.

Interfaces routinely with Human Resources on employee benefits issues (deduction

s, retirement payments, etc.) to ensure timely and accurate processing.

Works closely with Management Information Systems on developing payroll applicat

ions that ensure internal controls and facilitate the implementation and mainten
ance of payroll and HR master files.

Provides periodic analysis of payroll and disbursement records to ensure that ad

justments are in accord with management s criteria.

Supervises Payroll Office staff and operations; provides on-going assistance to

Institution employees in tax-related payroll matters.

Participates in business re-engineering activities to support the establishment

and integration of electronic information processes and principles at the Instit
ution.
19

Payroll Methodology
SAP-source is a software-Talent payroll service provider whi
ch can take best of the available software to suite client need. We can use any
payroll software with strong methodical service orientation. To believe sensitiv
e activity like payroll service is more important than the tool used.

Execution Objective
To build methodical & service oriented approach in execution
of Payroll as it is a sensitive activity and needs to be executed,
Timely & con
sistently
Correctly to the last detail To Fulfill statutory obligations/complian
ces To give complete picture every month to management and employee Supportively
& predictably Methodical structured approach to payroll outsourcing To help us
Assess, Analyze and to Build solid execution Analysis stage documenting the detai
ls gathered. Transition stage - preparation Pilot stage verification Production
stage Understand client business Alignment of outsourcing strategy with the corp
orate strategy Assess requirement Review environment Confirm viability Identific
ation of an outsourcing champion Establishment of clear timelines around the
20
Four Stages
Stage-I: Analysis

outsourcing initiative
Stage-II : Transition
Team mobilization (technology & domain) Training in tools
and procedures if required Hand-over of responsibility to our team Establishing
necessary set-up Data collection and entry in the D/B One time data Company & em
ployee Monthly data Data in between the months Data validation with the client V
erify per the checklist, if we have received the monthly data in complete Enter
the data in the salary processing software Data entry validation Verify if softw
are has given considerations to all exceptions. If not do the necessary Generate
salary working and send variance & monthly report to customer for
Stage III : Pilot

changes manually.
verification Stage IV : Execution
Monthly: (pdf file ov
email) Salary slip to the employee with leave balance & to date fig. Consolidate
d report to the management Note to the Bank for disbursement of salary Monthly t
ax deduction statement Monthly PF/Society contributions Projected Income tax wor
king for the year Annually/Quarterly MIS Quarterly tax return documents to compa
ny and to employee
21

Salary certificate to the employee Attending to the call of the employer/employe

e on specific issues
Payroll Back Office Scope of services Maintenance and updating of employee infor
mation sheet / salary register Calculation and preparation of monthly salary she
ets. Calculation and deduction of statutory deductions like Provident Fund, Prof
ession Tax, Income Tax etc as and when they are applicable. Calculation of with
holding tax, statutory and non statutory deductions on salary. Monthly pay-slips
to employees Quarterly IT report to employees TDS CERTIFICATES Issue Form 16 to
all employees TDS RETURNS, Filing of quarterly salary E-TDS returns

22

Why Payroll software used in the organisation? Payroll System Problem Statement
The study specifically seeks to answer the following problems in manual payroll
process: Speed in processing payroll tends to be slow. Prone to mathematical err
ors that could consume much time than it should and could cause financial or leg
al trouble. Tallying of time cards is done manually. Time consuming in double ch
ecking the consistency of all the reports. Difficult and time consuming in keepi
ng up-to-date in taxes and other deductions. Storage of files is susceptible to
be damaged as well as lost of data. Significance of Study Speed in processing pa
yroll will have a faster performance by means of decreasing the manual input are
as. Mathematical errors will be prevented by automatic computations that the pro
posed system will provide and you may not have to worry about having financial o
r legal trouble. Tallying of time cards will be done automatically by including
a computerized employee log-in system in the proposed system which will be respo
nsible in computing the time the employee worked. The proposed system will recor
d all data in all reports at the same time so you can make sure they are consist
ent and it also saves time. Employers will never have to spend much time in keep
ing up to date with taxes and deductions because the system will be designed upd
ated to such deductions. Storage of files will be safe and secured with username
and passwords and can easily be accessed. Scope and Limitation After several inte
rviews and observations, the researchers have come to identify how the payroll w
orks. The aim of the research is to provide a specific school, Hillcrest Baptist
23

Academy, a computerized payroll system. The proposed system will guide the emplo
yer through all the stages of the process. The system can only do the following:
Compute monthly net income, PAG-IBIG, Withholding Tax and other deductions
THE PROBLEM AND REVIEW OF RELATED LITERATURE As computer technology changes at s
uch fast phase, many businesses sectors try to cope up by upgrading computer sys
tem constantly in order to stay competitive. The multi function ability of techn
ology for its advance system is also an important factor for a company to use so
ftware. It makes efficient use of the advance technology and has ambition to dis
cover more. Computers have the great impact on the profession of accounting. Wit
h the rapid growth of technology today, there is no doubt that computer will bec
ome a common asset in all profession.
The program also allows the monthly payroll schedule to be calculated accurately
. Just by having all employees info like name, working hours, wages etc to enter
in the database. Therefore, payroll can be done with the guide of the program. T
he system is good in for its specialty in the fields of accounting. It is easy t
o use, effective and efficient in organizing and calculating the payroll. In add
ition, this study aims to develop a reliable and manageable computerized payroll
system for a better manageable of a business. The Proposed Computerized Payroll
System will give a big relief of the employee and employers as well.
24

HOW THE INPUT PROVIDED BY THE CLIENT story provided by the client was as follows
: You are to design and implement a payroll system that should accept employee ho
urs worked, compute net pay and record all the payroll data for subsequent proce
ssing. The system should prepare pay cheques and a payroll ledger, and maintain
data on a sequential payroll file. Non-statutory deductions such as union dues a
nd pension plans to be made. The payroll data are employee number, employee name,
pay rate, and union member flag. The year-to-date total should contain earnings
, federal tax, pension plan, and union dues To accomplish these tasks, we had to
meet with the client to find out exactly what the program is meant to do. Here a
re the sub stories that we were able to get from the client:
The program accepts
employee hours worked The program computes net pay
The program record all the p
ayroll data for subsequent processing The program should prepare pay cheques The
program should prepare a payroll ledger The program should maintain data on a s
equential payroll file Non-statutory deductions such as union dues and pension p
lans to be made
Year-to-date total should contain earnings, federal tax, pension
plan, and union dues
Payroll data are employee number, employee name, pay rate,
and union member flag Terminology Definition This section gives a definition an
d explanation of some of the terms used in the project: Employee Data: This is t
he employee s information in the company. It consists of the employee identifica
tion number, employee name, pay rate, pension plan flag, and union member flag.
25

Payroll Records: The payroll records are used to store each months hours worked,
and the rates for that month. Rates: Rates consists of the percentage that would
be deducted from the gross pay depending on union membership status, pension pl
an, state and federal tax. Each employee can have a unique hourly rate. Payroll
Ledger: This is a table that shows the calculated pay of employees and the month
in which they earned the pay. The ledger can be filtered by name, identificatio
n number, year and month. Hours Worked: This is the number of times that an empl
oyee work in a month. The hours worked is used to calculate the pay that an empl
oyee will receive for that month. Net Pay: The net pay is the final salary amoun
t that would be given to the employee after all the deductions are subtracted fr
om the gross pay. The deductions include among others taxes, union member dues a
nd pension plan. Gross Pay: The gross pay is the amount that the employee earns
before the deductions are subtracted. Deductions: Deductions are made up of taxe
s, union membership dues, pension plan. They are subtracted from the gross pay t
o give the net pay which is the employee s final pay for the month. Taxes: The t
axes consists of the state dues and federal dues. A percentage of the employee s
salary goes to state and country. Union Membership Dues: This is meant for empl
oyee s that are union workers in the company. They get to pay a percentage for u
nion dues. An employee can be a union member and later change status to be a non
-union member. Pension Plan: Employees that opted to use the pension plan of the
company get to pay a particular percentage of their pay in preparation for thei
r retirement. Payslip: These are similar to pay cheques. They allow the employee
to have his or her pay printed out on paper so that they can cash it. Year-To-D
ate Total: The year-to-date total is the summation of all the previous earnings
till the month before the current month.
26

REVIEW OF TECHNOLOGY TEAM TO MEET CLIENTS REQUIREMENTS: The client knows how far
Organisation software is coming and knows what to except at one particular time
or the other. The software is built exactly the way the client wants it to be b
uilt. Project Deliverables We met with our client on a few occasions to show our
progress so far. In the long run, showing the client part of the finished produ
ct in stages helped. There were a few things he brought to our understanding and
we were able to change those things. If we had waited till we finished the codi
ng,we would have found it really difficult to correct the errors we found in suc
h a short time. The graphical user interface was acceptable to the client at thi
s stage even though he thought we could improve on it with a little more time. F
rom our project deliverables, the client was able to bring to our understanding
that the employees should have different pay rates and that it would be safe (fo
r record purposes) to calculate the employee s year-to-data total salary earning
s. These observations were later incorporated into the final deliverable. Softwa
re development practices adopted in Talentpro.
Extreme Programming to build the
software.
The whole team approach in which the client was involved through out t
he software development. simple designs which were as simple as the current func
tionality allowed by the system. We first began with very simple design which is
incrementally improved. Continuous integration was also used where each code wa
s compiled run and tested before adding to the system after which the system mus
t meet all the criteria
The most important practice adopted was pair programming
. The technology team paired up with members of the payroll team and each team m
et at various times to code. After each pair coded, they made sure they tested a
nd compiled it, then added it to the main system which they sent to the other gr
oup members.
27

We also made sure that we coded according to coding standards, the development c
odes were consistent and had the same style through out.
CHAPTER III Company profile
28

COMPANY PROFILE EVOLUTION OF TALENTPRO-A JOURNEY In 1994 Prolease USA now known
as Paystaff started, as a Temp staffing and payroll outsourcing company headquar
tered out of Rockvelle, Maryland.It soon spread to seven major cities across USA
with several reputed companies as our clients from across the industry vertical
s. In 2001 Talentpro India (then known as Prolease), began its Indian operations
. It ventured into HR outsourcing as well as Voice BPO offering world-class serv
ices with the right blend of technology, Global best practices, trained and dedi
cated resources. Talentpro soon became the preferred co-sourcing partner among l
eading Corporate Houses in India. Over a period of time the emphasis moved to en
d to end HR outsourcing solutions and today as a result of this we have a PAN In
dia presence with some of the best MNC and Indian Corporate associated In 2006 T
alentpro entered into a strategic partnership with Talent2,one of the largest HR
O companies headquartered in Sydney Australia and operating in south east Asia a
nd Dubai markets. We are today poised to offer recruiting and search services to
Indian and overseas clients, in addition to our temp staffing ,payroll outsourc
ing,training&consulting and transaction processing services. Today Talentpro is
committed to deliver the best in business through a team of dedicated and traine
d personnel across the country. Our focus on processes and systems and emphasis
on quality ensures productivity improvements not only internally but also with c
lients we partner in co sourcing
29

Philososphy
Talentpro is dedicated to providing high-quality Professional employer services
with emphasis on quality and delivery schedules, the evolution of our company ha
s been guided by the following philosophies Employee orientation Talentpro belie
ves its true strength lies in the potential of its employees. Providing an envir
onment of Trust, Confidence and Learning, is one of the core values of the organ
ization. These are supported by initiatives to ensure employee motivation, creat
ivity and empowerment. Customer Delight As a customer-oriented organization, we
are focused on accurate on-time delivery. We believe in partnering with our clie
nts to build a consistent relationship to achieve process efficiencies. Customer
satisfaction and delight is the core value of our all employees. Our aim is to
develop and deliver quality services designed to satisfy customer s specific req
uirements and needs. Innovate, Create and Grow Our spirit of creativity is embod
ied in giving our employees an environment where they work as groups and Learn t
o Innovate and translate these best practices into daily workways.They Venture t
o Create and provide themselves with a sense of achievement. They Aspire to Grow
and create value not only for themselves but the organization as well. Quality
as a way of life
30

Our principles of quality are translated to deliver internally and externally ou

tputs that add value, efficiency and yield constant productivity improvement. Th
is is further strengthened by problem solving and solutions at grass roots level
that in turn develops the spirit of empowerment and teamwork .
Management Team Bala Ramamoorthy-Founder and President Bala Ramamoorthy created
our global business to respond to the broad diversity of business process needs
he experienced as both a business owner and international trader of plastics, pe
trochemicals and rare jewels. His accomplishments were recognized by the followi
ng awards: Mass Mutual Blue Chip Award recipient for 1999, finalist for the Erns
t and Young Entrepreneur of the Year Award in 1998, 1999 and 2000, and the 1997
Citizen of the Year Award from the Montgomery County Park Police. He is a member
of NAPEO and MAAPE and holds a degree in international business management.
Chuck Ehrig - Chairman of the board Charles Ehrig CPA, Vice President of Finance
and Chief Financial Officer, is a graduate of the prestigious Benjamin Franklin
University school of accounting currently part of George Washington University
located in Washington, D.C. He became a Certified Public Accountant in the State
of Maryland in 1984. During his 18 years of experience he has been both a partn
er in a local public accounting firm as well as a sole proprietor in his own pub
lic accounting practice. Born in the D.C. metropolitan area, Mr. Ehrig currently
lives in Montgomery County, MD where he raises two sons. Mr. Ehrig is very acti
ve in the local community and also sits on a number of boards of local non-profi
t organizations. K Swaminathan - Independent Director Swaminathan is a Fellow Me
mber of the Institute of Chartered Accountants of India. He has more than 18 yea
rs of experience in the field of Corporate Finance, Transaction Support, Restruc
turing, Corporate law and regulatory matters. He presently practices as a Charte
red Accountant and advises various Indian and Multinational companies on Corpora
te matters. He was earlier associated with Ernst & Young Private Limited as a Vi
ce President handling
31

Transaction Support for Mergers & Acquisitions, Due Diligence Review and legal m
atters. At TalentPro, he is an independent Director on the Board.
S Raghavan - Senior Vice President, Member - Senior Management Committee Raghava
n has over 20 years of finance and secretarial experience in manufacturing, trav
el, logistics, trading and telecom sectors. He has been involved in setting up a
nd reengineering systems and process around core accounting, taxation, demergers
and public issues. At Talentpro he oversees the finance, legal and secretarial
functions. Raghavan is a Qualified chartered account and company secretary. V Ch
andrakant -- Member - Senior Management Committee Chandrakant oversees the Opera
tions & Quality functions at Talentpro Chandrakant has over 25 years of multifun
ctional experience across a spectrum of Industries - MNC, Manufacturing, SMEs an
d has exposure to Materials & Logistics Operations, Service Support, Dealer Oper
ations, Production Planning & Manufacturing. He has been associated with project
s on both ISO & QS certification processes. Prior to joining Talentpro, Chandrak
ant was the Business Head of a SME manufacturing unit in Tamil Nadu.
32

STAFFING SOLUTION Employees are a vital force to any organization s growth initi
ative. TalentPro with a pan India presence & a wide database is an ideal partner
to address dynamic manpower requirements. By implementing best practices and pr
ocedures across our processes, we ensure on-time delivery and capabilities to so
urce and migrate candidates to meet the specific requirement of our clients. Bei
ng customer centric, we also add value to our staffing services through training
, payroll processing, Tax & benefits administration, insurance, statutory compli
ances. Service benefits As a Client
Smooth transition of your employees onto Talentpro payrolls Recruitment of assoc
iates for any industry Multi-industry & multi-level expertise Processing Payroll
/disbursement of salaries. Grievance / discipline management Compliance teams ac
ross the country National presence with offices in 8 major cities
As an Associate
Multi-industry exposure Better career development opportunities Professional cou
nseling & ongoing support Compliance Management - PF / PF trust management / ESI
/ Professional Tax / Accidental & life insurance
33

PAYROLL SOLUTIONS HR activities like Payroll bring to mind, a stream of innumera

ble printouts, forms and transactions. Although repetitive, these are critical f
unctions within an organization. Payroll services require constant evolution of
best practices and focus on accuracy & discipline. This is where we have made si
gnificant investments in India over the last five years. With our rich experienc
e in managing payroll for over 10 years globally we understand every aspect of p
ayroll management & have the ability to customize it to meet all our client requ
irements. With more than 2500 clients globally and partnering with some of the l
argest Indian and Multi national companies in India, our experience has resulted
in a consistent growth curve. TalentPro s complete payroll solutions comprises
of
Time & Attendance Management Compensation & Benefits Processing Reimbursement Pr
ocessing Payroll Reports & MIS Interface with legacy Systems Web based Delivery
Statutory Compliance Query Management Retrials Management PF Trust Management
Recruitment & Executive Search Successful business venture depend on quality man
power. Given the high potential in Indian market and the advent of sun rise sect
ors, we now have an independent recruitment and
34

executive search division. Our expertise spans across business verticals support
ed by a team of professionals. TalentProascertains the skill-set of the prospect
ive candidates through expert methodologies and selects the most ideally suited
for the job. We not only provide recruitment service in India but as a result of
our association with Talent2, we are geared up to manage IT, Non IT, Middle & s
enior management positions in select South East Asian, and Middle East Markets R
ecruitment: We have a Pan India team of recruiters supporting existing and new c
lients on mandates across levels. We have a multi industry exposure to source an
d place candidates through this division .There is a strong emphasis on turnarou
nd time and quality candidates. Executive Search: We maintain a rich databank of
Senior and middle level profiles from across industry verticals. Confidentialit
y and candidate fitment are prime criteria this search division. We have a team
of very experienced and professional recruiting consultants managing the client
and candidate interface. IT Recruitment: We now have a separate IT recruitment w
ing supporting the IT and ITES growth in India and abroad and work with the some
of the largest clients in this field. We have domain expertise to provide a wid
e range of client requirements.
35

HR Consulting & Training An organization s workforce needs to constantly evolve

skills to keep abreast with changing business climes. TalentPro leverages on its
years of expertise honed for over a decade to provide to all categories of Indu
stry verticals. TalentPro s training modules are Consulting Organizational Revie
ws like morale, satisfaction etc Development of assessment tools Coaching & Ment
oring Total HR Solutions Mind Mapping Conflict Resolution Personal Effectiveness
Programs Fun@Work Corporate Women Performance appraisal & feedback Corporate Tr
aining Team Building Training Packages Campus2Corporate
Team Synergies & Effectiveness Corporate Training Self-Awareness & Personal Effe
ctiveness Leadership & Managerial Effectiveness Time Management Stress Managemen
t Cross Cultural Sensitivity & Business Etiquette - International and General Wo
rk
Creative Problem Solving Corporate wives Communication & Interpersonal Skills Pr
esentation Skills Effective meeting skills Motivation Talks Emotional Intelligen
ce Customer Interface Skills Customer Delight Interviewing skills Train The Trai
ner Good-to-Great Self Management Public Talks
Place Ethics devised by domain experts and are implemented through customized an
d established processes.What makes us unique are our extensive pre and post trai
ning assessment and an
36

experiential methodology to ensure complete transfer of learning. We believe in

unique requirements of each company and hence each module is customized to suit
the client. Transaction Processing TalentPro s Transaction processing division a
ssists organizations in managing multi-activity and large data related activitie
s. TalentPro has the ability to take up seasonal assignments for statutory compl
iance like tax-returns, PF, ESI and data archiving. Book-keeping is an important
aspect of corporate control over its finances. TalentPro is equipped with exper
ts conversant with the intricacies of business finance and compliance. We custom
ize MIS as required by the enterprise which ensures fool-proof accountability. W
e specialize in various transaction processing activities like
Statutory Compliances Data Management Account Reconciliation Peak Load activitie
s in Human Resource & Finance Bill processing for channel partners etc.
TalentPro is among the fast growing Human Resources service providers world wide
, offering customized solutions with cutting-edge technology.
TalentPro is equip
ped with world-class technology and infrastructure and a pan India presence with
skilled personnel.
TalentPro India is a part of the Briley Group , an international conglomerate ba
sed out of Singapore and US. Briley Group is a privately held multinational comp
any with holdings in the aviation, hospitality, business process outsourcing, an
d technology and service sectors, valued in excess of US$ 2 billion.
The company is providing its services from medium size companies to large, multi
national corporations. Located in six major cities, and utilizing an experienced
, multitalented workforce, TalentPro can address all Human Resources needs in In
dia.
TalentPro India, incorporated in 2001, is a Human Resources Service provide
r whose offerings include customised services like
37

Talentpro Clientele
SAMSUNG
SUN MICROSYSTEMS BPL
SIFY
COFFEE DAY COCA COLA
IDBI
BANK Dr.REDDYS
HCL
DELL CAPARO MARUTI
AIRTEL
HDFC FORD
MONSTER INDIA
MIDAS
CITI FINANCIAL AIG
TATA TELE SERVICES
CENTURION BANK CANARA BANK
BLUE STAR, ETC,
38

CHAPTER IV DATA ANALYSIS AND INTERPRETATIONS

39

CHAPTER 4 ANALYSIS AND INTERPRETATIONS SIMPLE AVEARGE ANALYSIS: Table No.4.1 Rea
sons for satisfaction/dissatisfaction level towards the
Measurement of Software usage
LEVEL OPTIONS SATISFIED DISSATISFIED NEUTRAL
NO.OF RESPONDENTS 45 3 2 CHART NO.4.1.1
% OF RESPONDENTS 90 6 4
SOURCE: PRIMARY DATA
SOURCE: PRIMARY DATA 90% of the Employees are satisfied by the software and we n
eed to more focus on the 6 % dissatisfied and 4% not yet responded.
40

Table No.4.2 Reasons for satisfaction/dissatisfaction level towards, whether

the software user friendly.
LEVEL OPTIONS YES NO
NO.OF RESPONDENTS 41 9 CHART NO.4.2.2
% OF RESPONDENTS 82 18
SOURCE : PRIMARY DATA
SOURCE :PRIMARY DATA Among 50employees 82 % of the employees are satisfied with
the software system helps for future growth that they had improved themselves af
ter the program. 18 % of the employees are not satisfied with software system he
lps for future growth.
41

Table No.4.3 Reasons for satisfaction/dissatisfaction level towards the Measurem

ent of complaints regarding loading of pay sheet in software.
LEVEL OPTIONS SATISFIED DISSATISFIED NEUTRAL
NO.OF RESPONDENTS 45 0 5
% OF RESPONDENTS 90 0 10
CHART NO.4.3.3 SOURCE :PRIMARY DATA
SOURCE : PRIMARY DATA 90 % of the Employees are satisfied by the software and we
need to more focus on 10% not yet responded.
42

Table No.4.4 Reasons for satisfaction/dissatisfaction level towards the Measurem

ent of clients requirements by the organization.
LEVEL OPTIONS YES NO
NO.OF RESPONDENTS 35 15 CHART NO.4.4.4
% OF RESPONDENTS 70 30
SOURCE:PRIMARY DATA
SOURCE: PRIMARY DATA
70 % of the Employees are satisfied to meet the clients requirements and we need
to more focus on 30% of employe
43

Table No.4.5 Reasons for satisfaction/dissatisfaction level towards the usage

of new software for payroll process.
LEVEL OPTIONS SATISFIED DISSATISFIED NEUTRAL
NO.OF RESPONDENTS 38 12 0 CHART NO.4.5.5
% OF RESPONDENTS 76 24 0
SOURCE: PRIMARY DATA
SOURCE : PRIMARY DATA 76 % of the Employees are satisfied with the calculation a
nd we need to more focus on 24% of employees dissatisfied
44

Table No.4.6 Reasons for satisfaction/dissatisfaction level towards the

Measurement of delivery of payroll report to clients.
LEVEL OPTIONS SATISFIED DISSATISFIED NEUTRAL
NO.OF RESPONDENTS 30 5 15
% OF RESPONDENTS 60 10 30
CHART NO.4.6.6 SOURCE: PRIMARY DATA
SOURCE :PRIMARY DATA 60 % of the Employees are satisfied by the delivery and we
need to more focus on the 10% dissatisfied and 30% not yet responded.
45

Table No.4.7 Reasons for satisfaction/dissatisfaction level towards the

Measurement of complaints rectification.
LEVEL OPTIONS SATISFIED DISSATISFIED NEUTRAL
NO.OF RESPONDENTS 20 5 25 CHART NO.4.7.7
% OF RESPONDENTS 40 10 50
SOURCE: PRIMARY DATA
SOURCE: PRIMARY DATA
40 % of the Employees are satisfied by the software version and we need to more
focus on the 10% dissatisfied and 50% not yet responded.
46

Table No.4.8 Reasons for satisfaction/dissatisfaction level towards the usage

period of software.
LEVEL OPTIONS YES NO
NO.OF RESPONDENTS 47 3
% OF RESPONDENTS 94 6
CHART NO.4.8.8 SOURCE: PRIMARY DATA
SOURCE :PRIMARY DATA
94 % of the Employees are satisfied by the service provided for the software com
plaints and we need to more focus on the 6 % dissatisfied.
47

Table No.4.9 Reasons for satisfaction/dissatisfaction level towards the

Measurement of teams coordination with software technology team.
LEVEL OPTIONS YES NO
NO.OF RESPONDENTS 48 2
% OF RESPONDENTS 96 4
CHART NO.4.9.9 SOURCE: PRIMARY DATA
SOURCE: PRIMARY DATA 96 % of the Employees are satisfied by the software develop
ment and we need to more focus on the 4 % dissatisfied.
48

Table No.4.10 Reasons for satisfaction/dissatisfaction level towards the

Measurement of clients input.
LEVEL OPTIONS YES NO
NO.OF RESPONDENTS 42 8
% OF RESPONDENTS 84 16
CHART NO.4.10.10 SOURCE: PRIMARY DATA
SOURCE: PRIMARY DATA
84 % of the Employees are satisfied by the clients input records and we need to
more focus on the 16 % dissatisfied.
49

Table No.4.11 Reasons for satisfaction/dissatisfaction level towards the

Measurement of training given to employees.
LEVEL OPTIONS YES NO
NO.OF RESPONDENTS 30 20
% OF RESPONDENTS 60 40
CHART NO.4.11.11
SOURCE: PRIMARY DATA
SOURCE : PRIMARY DATA 60 % of the Employees are satisfied by the software traini
ng and we need to more focus on the 40% dissatisfied with training.
50

Table No.4.12 The way in which the organization and clients discuss for
re-engineering the software for future growth.
LEVEL OPTIONS YES NO
NO.OF RESPONDENTS 45 5
% OF RESPONDENTS 90 10
CHART NO. 4.12.12 SOURCE: PRIMARY DATA
SOURCE: PRIMARY DATA 90 % of the Employees are satisfied by the re-engineering a
nd we need to more focus on the 10 % dissatisfied.
51

Table No.4.13 The way in which the organisation maintains records as per
government norms.
LEVEL OPTIONS YES NO
NO.OF RESPONDENTS 50 0
% OF RESPONDENTS 100 0
CHART NO.3.13.13 SOURCE: PRIMARY DATA
SOURCE: PRIMARY DATA 100 % of the Employees are satisfied by the organization ma
intains all reports according to government norms.
52

Table No.4.14 The maintains of client details confidentially.

LEVEL OPTIONS YES NO
NO.OF RESPONDENTS 46 4
% OF RESPONDENTS 92 8
CHART NO. 4.14.14 SOURCE: PRIMARY DATA
SOURCE: PRIMARY DATA 92% of the Employees are satisfied by the maintains of clie
nt inputs and we need to more focus on the 8 % dissatisfied
53

Table no.4.15 The way in which the employees interface with HR

department for payroll process of clients.
LEVEL OPTIONS YES NO
NO.OF RESPONDENTS 32 18
% OF RESPONDENTS 64 36
CHART NO.4.15.15 SOURCE: PRIMARY DATA
SOURCE : PRIMARY DATA 64% of the Employees are satisfied by the clients HR and w
e need to more focus on the 36% dissatisfied.
54

Statistical tool applied: CHI-SQUARE TEST

Satisfied Yes No Total 38 7 45
Dissatisfied 2 1 3
Neutral/pass 1 1 2
Total 41 9 50
S.no
Oi
Ei
(Oi-Ei)2
(Oi-Ei)2 Ei
1
38
36.9
1.21
0.0327
2
2
2.46
0.2116
0.0860
3
1
1.64
0.4096
0.2497
4
7
8.1
1.21
0.1493

5
1
0.54
0.2116
0.39185
6
1
0.36
0.4096
1.1377
Total
50
50
2.04775
CALCULATION:
55

Degree of freedom (m-1)*(n-1)=(3-1)*(2-1)=2

Tabulated value of D.F=2 @ 5% level of significance is 5.991.
Therefore Ho is accepted because the calculated value is less than tabulated val
ue.
Hence there is no significant difference between observed frequency and the expe
cted frequency. Hence the software used in talent pro is good.
56

One Sample Run Test YYYYNYYYYYYYYYYNYYYYYYNYYYYNYYYYYNYYYYYYYYYNYYYYNYYYYNNYYYY

YYN r=no. of runs= 14 no. of Y= 41 no. of N= 9 Ho: The software is effective and
accept at random in sequence. H1: The software is not effective and not accept
at random in sequence. sE9r) = 2(41) (9) + 1 41+9 = 15.76 S.E (r) = 2(41) (9) [2
(41) (9)-41-9] (41+9)2 (41+9-1) = 2.0358 Z= r- E(r) S.E(r) = 14-15.76 2.0358 = [
-0.8645]
Z5% for degree of freedom = 1.96 0.8645 < 1.96 So, accept H0 Hence the software
is effective are accept at random in sequence
57

CHAPTER V FINDINGS, SUGGESTIONS

58

CHAPTER 5
FINDINGS
1. The effectiveness of the existing software system in TALENTPRO HR PVT.LTD.
is measured by using the following variables,
Software (sap)
Import of data in software
Software calculation Accept & implemen
t change Flexibility
Company policies
Education &Computer Skills Client Relation
.
78 % of the Employees are satisfied by the software and we need to more focus on
the 4 % dissatisfied and 18% not yet responded.
Among 50 employees 90 % of the employees are satisfied with the software system
helps for future growth that they had improved themselves after the program. 10
% of the employees are not satisfied with software system helps for future growt
h.
90 % of the Employees are satisfied by the software and we need to more focus on
10% not yet responded.
59

70 % of the Employees are satisfied to meet the clients requirements and we need
to more focus on 30% of employee
76 % of the Employees are satisfied with the calculation and we need to more foc
us on 24% of employees dissatisfied.
60 % of the Employees are satisfied by the delivery and we need to more focus on
the 10% dissatisfied and 30% not yet responded
40 % of the Employees are satisfied by the software version and we need to more
focus on the 10% dissatisfied and 50% not yet responded
94 % of the Employees are satisfied by the service provided for the software com
plaints and we need to more focus on the 6 % dissatisfied.
96 % of the Employees are satisfied by the software development and we need to m
ore focus on the 4 % dissatisfied.
84 % of the Employees are satisfied by the clients input records and we need to
more focus on the 16 % dissatisfied.
60 % of the Employees are satisfied by the software training and we need to more
focus on the 40% dissatisfied with training.
60

90 % of the Employees are satisfied by the re-engineering and we need to more fo

cus on the 10 % dissatisfied.
100 % of the Employees are satisfied by the organization maintains all reports a
ccording to government norms.
92% of the Employees are satisfied by the maintains of client inputs and we need
to more focus on the 8 % dissatisfied.
64% of the Employees are satisfied by the clients HR and we need to more focus o
n the 36% dissatisfied.
61

SUGGESTIONS
1. In order to improve the Software skills of employees the organization should
create more awareness and to provide feedback regularly to the employees about s
oftware system.
2. Proper training should be given to the employees, in order to increase their
knowledge about the usefulness of the software system.
3. Top management shall continually review the software according to the client
requirements, which shall be seen as positive support to the system by the emplo
yees as well as clients.
4. After software testing, if there is any changes, the employees should be info
rmed by the software technology team. 5. The delivery of clients output should b
e on time.
6. Latest software should be implemented in future to fight with the competitors
and retain their clients.
62

CHAPTER Vi CONCLUSION
63

CONCLUSION
The study had confirmed that the company is having a good Software System.
From
this study, it is found that majority of the workers were satisfied with Softwar
e used.
To make the software system more efficient and excellent, the company sh
ould give importance to the clients and create awareness among employees and it
shall consider some of the ways and means suggested by the employees like additi
on of parameters such as short cut for calculation PF,ESI,TAX,Etc,. Dependabilit
y and conducting regular training program on the software usage. I hope that the
suggestion given in the report may be implemented in future course for the bene
fit of the employees and the company.
The company should conduct the similar typ
e of research at regular interval to know the changing softwares and to know abo
ut the latest technology like baan software etc..
64

BIBLIOGRAPHY BOOKS
Fisher shoenfelt Shaw-Human resource management-4th edition-macmilan
Press limited.
Kothari C.R research Methodology-Methods and techniques (2nd edition)-new
age International (pvt) Limited.
Bratton John and Gold Jeffery (1994)-HRM-Theroy and practice, 6th editionMacmillan pres Limited.
Mamoria C.B-Human Resource Management-Himalaya publishin home, 11th
edition 1993. REFERENCES
Sasmita Polo-National Journal on Personnel Management-V
OL-XXII, No.3, Pg no.16-20 Parveen Ahmed Alan and Mr. Kaushik-Personnel Today-In
dian Journal on personnel management-VOL.XXIX,NO.2, Pg No.13-15.
Prof.Bata.K.Dey
-Indian Journal on Personnel Management-VOL XXIX-NO.2, pg no. 9-12. Websites

WWW.HVS INTERNATIONAL JOURNALS.COM WWW.Google.com WWW.SLIDESHARE.COM

65

WWW.SCRIBD.COM WWW.CITEHR.COM WWW.MANAGEMENTPARADISE.COM

APPENDICES - I A STUDY ON PAY ROLL SOFTWARES USED IN TALENT PRO INDIA HR.PVT.LTD
AND HR ROLL IN PAYROLL. INTERVIEW QUESTIONS QUESTION FOR HR EXECUTIVES AND HR HEA
DS. 1) Does the clients are satisfied with the software used in talent pro for t
he pay roll processing ? Satisfied 2) Is the software user friendly? YES NO Diss
atisfied Neutral
3) When do you get complaints regarding the loading of pay sheet into talent pay
software? Whether satisfied? Satisfied Dissatisfied Neutral
4) Has the organization defined its payroll process software to meet clients req
uirements services? YES NO
5) Are you satisfied with the software to calculate the pf,esi etc? Satisfied Di
ssatisfied Neutral
66

6) How about the delivery of payroll report ? Satisfied Dissatisfied Neutral

7) How long you have been using the software? Whether it is satisfied or not? Sa
tisfied Dissatisfied Neutral
8) Whether your complaints are rectified by the company? YES NO
9) Whether works closely with Management Information Systems on developing payro
ll applications that ensure internal controls and facilitate the implementation
and maintenance of payroll and HR master files. YES NO
10) Whether clients Provides periodic analysis of payroll and disbursement recor
ds to ensure that adjustments are in accord with management s criteria. YES NO
11) Whether Supervises Payroll Office staff and operations; provides on-going as
sistance to Institution employees in tax-related payroll matters. YES NO
12) Whether clients and employees Participates in business re-engineering activi
ties to support the establishment and integration of electronic information proc
esses and principles at the Institution.
67

YES
NO
13) Whether company Maintains all payroll records, reports, computations and aud
its, including periodic internal audit tests of labor utilization; works closely
with internal and external auditors to ensure compliance with relevant tax laws
and government regulations. YES NO
14) Whether Maintenance and updating of client information sheet / salary regist
er confidentially? YES NO
15) Whether the employees Interfaces routinely with Human Resources department o
n client benefits issues (deductions, retirement payments, etc.) to ensure timel
y and accurate processing YES NO
68